Abstract
The point beyond which promotions, raises, and job opportunities in general are defined to women and minorities solely because of their sex or their race, the so-called glass ceiling, is addressed. A communication-based theory of the organizational glass ceiling is outlined. The theory considers communication style, regardless of race or gender, to be an organizational member's most critical business behavior. The theory suggests a way to understand communication style in the context of the glass ceiling.< <ETX xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">></ETX>